Dear all,
Please take the survey. I need to check the operational efficiency of the instrument. Also, feel free to provide your feedback on the questions asked. My aim is to get staff's feedback on their tenure with the company. These people have left the organization in the last financial year. Your inputs will be highly valued.
[Exit Survey](http://www.surveymonkey.com/s/MPNWKR3)
From India, Mumbai
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85Please take the survey. I need to check the operational efficiency of the instrument. Also, feel free to provide your feedback on the questions asked. My aim is to get staff's feedback on their tenure with the company. These people have left the organization in the last financial year. Your inputs will be highly valued.
[Exit Survey](http://www.surveymonkey.com/s/MPNWKR3)
From India, Mumbai
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Hello Jhuma,
Since you are seeking feedback, I hope you are open to a critical one that will point out a few modifications.
Q1. Did you enjoy your tenure with ABC India Ltd?
Q2. Would you like to come back and join ABC India Ltd if a suitable opportunity exists?
Though these questions are something we need answers to in order to realize what the person feels about us and our company, do you think this will elicit an honest reply?
I think you should reframe your questions and instead of a radio button or fixed selection option, why not keep them open-ended so that they can express what they actually feel.
Eg: 1. What was the best/worst time you have had with us?
Eg: 2. Would you like to recommend us to your friends and family for an opportunity suiting them? _______________
Eg: 3. If in the future we come up with a better profile suiting your experience, would you like to give us a chance to welcome you back?
Qn 3. Compared to ABC India Ltd, how happy are you in your current company?
Exit interviews usually happen when the person has submitted their resignation, effectively before you can accept it. This is so that if a talented person is leaving only due to a salary hike, you can retain them by offering a counteroffer.
So, I think this question does not hold good.
Another thing, since the person is not employed or started working in their new workplace, I don't think we should ask them to compare the two places. Actually, in the initial stage, everything looks very rosy. If you're keen to tap into this question, what you can do is put it as a follow-up question and ask the person after 1 or 1 and a half months of joining in an informal manner.
Qn. 4. If you were to rejoin ABC Ltd, what 3 changes would you recommend to make it more compatible to your satisfaction?
The question is good, but edit the first part.
You can consider reframing it by saying -
Can you mention a few improvement points for us so that ABC can be a better workplace?
Qn. 5. How well did the members of your team work together to reach the department's target?
Did you mean to ask about team effectiveness?
You can phrase it as -
Were there any concerns that you would like to share regarding your team members or team leader?
Qn 6. How easy was it for you to raise concerns, suggestions, ideas, and disagreements with your superiors when it came to work?
I suggest reframing it like -
Were we open to your queries and concerns, and were we successful in resolving them? If not, kindly mention an instance and what should have been done.
Qn 7. How effective were the HR policies and rules of ABC India Ltd?
I don't think this is the right question to ask. Effectiveness is for us to determine. You can ask if they were happy about it. Reframe it as -
Is there something about our HR policies that you feel was not correct or was not implemented fairly?
Can you suggest how we can improve our HR policies?
Qn 8. What recommendations would you make to create a more effective and efficient HR department?
Again, as I said, the question is right, but I feel it is posed to the wrong people. I do not think that our colleagues are the ones to judge the effectiveness and efficiency of any department. (My personal view. You can keep this as it is; nothing wrong technically :-))
Qn 9. Where would you rate the compensation and reward mechanism of the company?
Again, I would suggest keeping the questions open-ended wherever possible. Give them a chance to provide feedback. Exit interviews give us knowledge of our weaknesses if the person fills it authentically and fairly.
Is our compensation & reward policy up to mark with the market norms? Do you have any suggestions for changes?
Qn 10. How would you rate the performance review mechanism in the organization?
Perfect. Just ask if they wish to suggest anything.
I hope the review was not too critical or harsh. All the best :-)
From India, Mumbai
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Since you are seeking feedback, I hope you are open to a critical one that will point out a few modifications.
Q1. Did you enjoy your tenure with ABC India Ltd?
Q2. Would you like to come back and join ABC India Ltd if a suitable opportunity exists?
Though these questions are something we need answers to in order to realize what the person feels about us and our company, do you think this will elicit an honest reply?
I think you should reframe your questions and instead of a radio button or fixed selection option, why not keep them open-ended so that they can express what they actually feel.
Eg: 1. What was the best/worst time you have had with us?
Eg: 2. Would you like to recommend us to your friends and family for an opportunity suiting them? _______________
Eg: 3. If in the future we come up with a better profile suiting your experience, would you like to give us a chance to welcome you back?
Qn 3. Compared to ABC India Ltd, how happy are you in your current company?
Exit interviews usually happen when the person has submitted their resignation, effectively before you can accept it. This is so that if a talented person is leaving only due to a salary hike, you can retain them by offering a counteroffer.
So, I think this question does not hold good.
Another thing, since the person is not employed or started working in their new workplace, I don't think we should ask them to compare the two places. Actually, in the initial stage, everything looks very rosy. If you're keen to tap into this question, what you can do is put it as a follow-up question and ask the person after 1 or 1 and a half months of joining in an informal manner.
Qn. 4. If you were to rejoin ABC Ltd, what 3 changes would you recommend to make it more compatible to your satisfaction?
The question is good, but edit the first part.
You can consider reframing it by saying -
Can you mention a few improvement points for us so that ABC can be a better workplace?
Qn. 5. How well did the members of your team work together to reach the department's target?
Did you mean to ask about team effectiveness?
You can phrase it as -
Were there any concerns that you would like to share regarding your team members or team leader?
Qn 6. How easy was it for you to raise concerns, suggestions, ideas, and disagreements with your superiors when it came to work?
I suggest reframing it like -
Were we open to your queries and concerns, and were we successful in resolving them? If not, kindly mention an instance and what should have been done.
Qn 7. How effective were the HR policies and rules of ABC India Ltd?
I don't think this is the right question to ask. Effectiveness is for us to determine. You can ask if they were happy about it. Reframe it as -
Is there something about our HR policies that you feel was not correct or was not implemented fairly?
Can you suggest how we can improve our HR policies?
Qn 8. What recommendations would you make to create a more effective and efficient HR department?
Again, as I said, the question is right, but I feel it is posed to the wrong people. I do not think that our colleagues are the ones to judge the effectiveness and efficiency of any department. (My personal view. You can keep this as it is; nothing wrong technically :-))
Qn 9. Where would you rate the compensation and reward mechanism of the company?
Again, I would suggest keeping the questions open-ended wherever possible. Give them a chance to provide feedback. Exit interviews give us knowledge of our weaknesses if the person fills it authentically and fairly.
Is our compensation & reward policy up to mark with the market norms? Do you have any suggestions for changes?
Qn 10. How would you rate the performance review mechanism in the organization?
Perfect. Just ask if they wish to suggest anything.
I hope the review was not too critical or harsh. All the best :-)
From India, Mumbai
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Compensation Benchmarking Survey.doc